HUMAN RESOURCES PROFESSIONAL with strong management experience in multi-site and multi-function across various industries.
R. CLAY ENGLAND
2728 Phoenix Ave. â— Kingman AZ 86401 â— 928-565-0150 â— clay.england[at]yahoo.com
HUMAN RESOURCES PROFESSIONAL with strong management experience in multi-site and multi-function across various industries.
Willing to Relocate with Little or No Financial Relocation Assistance for the Right Opportunity
PROFILE SUMMARY
• Highly Effective HR Generalist • Employee Advocate • Strategic Business Partner
• Excellent Coach/Manager • Strong Technical Skills • Excellent Communicator
• Team Player • Win-Win Strategist • Problem Solver
• Strong Ethics • Enthusiastic • Strong Project Manager
• Matrix/Goal Oriented • Highly Organized • Great Interpersonal Skills
HR Skills
• Salary and Hourly Recruiting • Retention • On-boarding/Orientation
• Mediation and Advocacy • Union Avoidance • Salary/Hourly Compensation
• EEOC/ADA/FMLA/WC • Performance Management Systems • Training and Development
• Safety and OSHA Compliance • Merit Budget • Department Budgets
• RIF/Layoffs • Temporary Labor Management • Organizational Development
• Succession Planning/Promotions • Relocation • Change Management
• Affirmative Action/Diversity • International HR • Employee Handbooks/Policies
• Employee Counseling and Discipline • HRIS-PeopleSoft, SAP, Resumex, Crystal Reports, Unix • Management/Leadership Development
Other Skills
• Written and Spoken German • Accounting • Payroll
• Finance • Purchasing • Facilities
• Logistics • Marketing • Estimating
• Sales • MIS/IT • M&A
Education
Bachelor of Arts, International Business, Brigham Young University, April 1994
Graduate Work towards an MBA, Georgia State University, 1994 to 1995
Professional Experience
England Homes Inc. /England Development Co. June 2003 to Dec. 2009
(Residential and Commercial General Contractor and Land Developer – 13 Direct Reports)
HR/Office/General Manager, Kingman, AZ
• Helped grow business from $3M to $20M though strong Human Resources and General Management skills.
• Developed on-boarding program, employee handbook, performance management system, employee training programs and multiple policies and procedures.
• Successful recruited and retained employees through retention strategies, bonus structures, improved employee/management communication, and team building.
• Established employee medical, dental, vision and pension benefit programs.
• Established relationship with local college for co-op program.
• Responsible for all HR compliance including EEOC/ADA/OSHA etc.
Siemens AG June 1994 to May 2003
(Electrical Equipment and Electronic Conglomerate based in Germany with 70,000 US employees)
Human Resources Business Partner, Boca Raton, FL, Sept. 2001 to May 2003
(Siemens Communications - 7000 Employee Telecommunication Company –
Corporate – 1 Direct Reports)
• Consulted at the executive level working with department VP’s on strategic staffing and employee/leadership development.
• Successful managed all HR functions through a large downturn in the telecom. Industry.
• Successful managed a RIF which resulted in zero legal action and saved an estimated $45M while providing dignity and outplacement to affected employees and preserving morale to existing workforce.
• Business Partner consultant in all phases of the company in seamlessly integrating the HR function into the strategic goals and plans for financial success.
HR Services Manager, Iselin, NJ, Jan. 1998 to Aug. 2001
(Siemens Medical Systems – 5000 Employee Medical Equipment Manufacturer –
Corporate – 8 Direct Reports)
• Corporate responsibilities for the following functions: Employment, Affirmative Action/Diversity, College Relations, Relocation, International Personnel, HRIS, and Orientation.
• Focused on process improvements including: reengineering the recruiting process resulting in a 50% reduction in cost-per-hire and time-to-fill, implementing the use of Resumix, implementing a national managed vendor concept for Temporary Labor, heading up the reengineering/process improvements for the HRIS system, reevaluating and redesigning an orientation program. Total annual savings from these and other improvements: $1.7 Million.
HR Manager, Novi, MI, July 1996 to Dec. 1998
(Siemens Energy & Automation – 250 Employee Material Management System –
Non-Union Plant – 5 Direct Reports)
• Responsible for all Human Resources functions including employee relations, employment, compensation, communication, international, safety & worker comp., organizational structure, manpower planning, training & development, change management etc.
• Responsible for infrastructure and facility including merging of two facilities into one joint facility, security, maintenance, capital expenditures.
• Managed MIS employees responsible for business unit support including WAN, LAN and PC.
HR Generalist, Alpharetta, GA, Sept. 1994 to July 1996
(Siemens Energy & Automation – 700 Employee Systems Manufacturing–
Non-Union Plant – Individual Contributor)
• Responsible for all recruiting involving the use of all possible sources
• Developed and maintained a college recruiting and co-op programs
• Handled international personnel issues including expatriate delegations and immigration issues
• Involved in compensation, organizational changes, promotions, management training, merit budgets, employee counseling and discipline, succession planning and many other HR aspects
Personnel Analyst, Norwood, OH, June 1994 to Sep. 1994
(Siemens Energy & Automation – 500 Employee Motors & Drives –
Non-Union Plant – Individual Contributor)
• Involved in union grievances process and Labor Contracts
• Conducted salaried compensation study
• Responsible for PeopleSoft implementation project.
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